Wolfgang Keller at Konigsbrau

Individual Case Analysis denomination II Wolfgang Keller at Konigsbrau-TAK MGT 400- Monday 6-845 Chelsea Glovis a. What is your assessment of Brodskys performance? cheer be specific. In my opinion, I believe that Brodsky is one of those individuals who is so smart as a whip his personality and social interactions suffer. Keller and Brodsky ingest actually different approaches to problems, in extension to being different nationalities, this scores many of the problems that they face.Keller looks at problems and goes above and beyond to judge and operate them, whereas Brodsky attacks problems with the textbook methodology (analytical) that is non al counsellings the best approach, and isnt sure how to do anything else. For instance, half of their distributers were not attending the annual distributors tucking. Brodsky was already gone for the weekend and unreachable at home. Keller and his staff spent the mass of their weekend person eithery inviting the distributors, jump ing through hoops to go out they matte up appreciated by acheing them at airports or railroad stations.After all of their big(a) cypher, the attendance was more than doubled, which was unfavourable for the businesses victory. Lastly, Brodsky was traffic with a distributor who he had written off as bad debt of 87,000 euro. Keller was encouraging him to meet with the customer and demand the money. Brodsky resisted at first, then finally called the customer and cogitate that nothing could be do. Mean piece of music Keller in any casek matters into his take in pass and drove to meet with the distributor in person and was able to get a check over for the tout ensemble amount.It seems to me that Brodsky is make the least crusade in regards to personal relations, while at the similar time thoroughly complementary the childbeds he was designate for sales and marketing purposes. Brodsky is failing to see the larger picture and victorious into consideration how relationsh ips directly affect business cohesiveness. I return that he may feel threatened by Keller seeing his recent success and feels that since he is older he knows what is best for the company, although that is clearly not the case. see that Brodsky is so analytical by nature, it turn ind reasoning behind the way he looked at the tasks at hand.I think that Brodsky could reserve made a overmuch s weller effort in re firmness problems with distributors/customers, implementing his sales platform, developing a decent relationship with others, and acting as a manager not just an employee. It is crucial for employees below managers to feel comfortable talk overing their thoughts and ideas, not panic-struck and nervous. Brodsky does the least amount of deform that meets minimum expectations on most aras of work and tasks that be assigned to him. For example, there was a very serious distributors lawsuit filed by one of the firms largest distributors that Brodsky was in charge of han dling.In dealing with this issue, Brodsky sent a sales representative to work out the problem. only if after the sales representative failed did Brodsky make an effort to in person relate the distributor. Following their discussion, Brodsky determined that the distributors position was unchangeable. Keller knew this would be a huge shortfall to the company if they lost this customer and arranged to tolerate a undersurface next to them on the plane to work things out. After the plane repel the distributor agreed to drop the suit completely, if Brodsky had made more of an effort initially he could have been much more successful.While he does find up with new innovative methods for increasing sales and completing very thorough analysis, he doesnt work within a veridical deadline. It is imperative to the success of the company to work in a by the way manner so that sales troop have a quick turnaround and begin to grow. Managers should be motivating to their employees to work hard and do their best, whereas Brodsky hardly communicates with his subordinates and coworkers thus diminishing any chance whatsoever for replete(p), operative relationships to be formed.In order to grow as an individual Brodsky needs to theatrical role this constructive criticism and feedback to heart instead of arguing each critique, making excuses and blaming others. b. How effective has Keller been as a coach to Brodsky? Why? Could you have through with(p) break? Why and How? I feel the Keller has done almost everything he bottom think of to try and alleviate the current situation with Brodsky. I think that the ii men have much(prenominal) differing approaches in resolution problems a draw play of tension is created in the office as well as one on one.The majority of the time, Keller takes problems into his own hands and tries to solve them, I would like to have seen him ask Brodsky to go above and beyond. such as, arranging seats next to a distributor to discuss th e lawsuit, personally invite distributors to the convention, and make a home visit to demand fee from a client. While Keller did allow Brodsky to make an effort, I feel that he could have been more successful if he provided Brodsky with ideas to solve these problems. Because Brodsky is so analytical, it is hard for him to think out-of-door of the box.He is so used to strictly going by the rules and regulations he thinks once he has done those methods there is nothing else he tin do. Keller needs to take into consideration Brodskys personality, problem solving skills, and relationships with others and in the end he will realize why Brodsky is the way he is. He continues to feel like he is never good enough because of the constant negative feedback that he is given. In my opinion critical feedback should be backed with the same amount of positive feedback as to ensure employees dont feel inadequate and not valued.In some aspects, Keller and Brodsky parcel out similar personality t raits. It is a challenge for both of them to see others perspectives and personalities differences. They are both problem solvers however attack their problems differently. In my opinion Keller has done all he burn think of to help motivate Brodsky and for that I think he has been mostly effective. On the other hand, I care he would understand their differences and realize why Brodsky does things the way he does. I wouldnt necessarily say that I could do a better job I would just approach the situation much differently.I have a way of providing critical feedback intermixed with positive feedback, as well as a course of action to fix the problem all in the same sentence. On top of the feedback, I would also include companion feedback as well as voice the concerns that other employees have expressed. I feel it is necessary to break down the feedback and explain why it is alpha and beneficial to fix these problems and how it will affect the business as a whole. I feel that this wou ld be beneficial to Brodsky so he can take these specific steps to get better and learn from his shortcomings.Also, I would be more understanding of the way Brodsky operates as a whole and determine the best way to help him start to think outside the box to solve problems. I would also provide definite deadlines for tasks that he is assigned to in order to avoid missing deadlines, taking too long, and falling even more behind. I would give him words of advice and cost increase to make him feel appreciated and determined. Instead of immediately taking matters into my own hands as Keller did, I would allow Brodsky the opportunity to use my methods of completing tasks that were tough situations (i. . telling him to make a house call to discuss getting a payment check from a soon to be bankrupt company). Lastly, I would outline specific goals to accomplish for the next some months or until the next review to motivate him, as well as discuss company procedures that essential be follo wed. These procedures would include mannerisms at work (open communication, proper etiquette, a minimum number of social outings that must be attended, etc. ) With clearly established rules, goals and courses of action, there is little room for him to conclude his side. c.What are the underlying causes of Brodskys performance problems? What actions should Keller take upon returning to capital of the Ukraine? Be specific. The majority of Brodskys performance problems have to do with two different personalities, traits, vigilance styles, ethnicity, and outlook. Keller is a very hands-on, action-oriented guy who takes matters into his own hands when they are not completed exactly as he would have done it. Although he is very personable and loves to share a lot of his personal life with co-workers he has a difficult time put himself in others shoes.Brodsky on the other hand is a very analytical introvert who completes tasks by the tried and true textbook approaches. He has a hard ti me thinking outside of the box when it comes to personal interactions and relating with others, in addition he doesnt like to spend a lot of time bonding with co-workers and keeps the vast majority of his personal life to himself. These two completely different, night and day personalities are bound to clash and create bumps in the road that cause discrepancies.On top of all of that, I think that Keller is so concerned with making sure Brodsky understands where he needs benefit that he forgets to provide positive feedback with a plan of action that Brodsky can follow. In addition, their differences in age and methods to solving problems are completely contradicting as well, especially when Brodsky has shared little information about the way he operates. Brodsky has a hard time taking Kellers feedback because he doesnt understand what he did wrong and what he was supposed to do instead.Brodsky is very thorough and will take his time to ensure a task is completed to the best of his a bility, while Keller is action oriented and wants to see profuse results. Brodsky addresses co-workers in a formal demeanor with a distant trouble style and minimal personal life sharing, which damaged his overall management style. All in all, their overall management styles were to blame for clashing so drastically. I believe if Keller and Brodsky shared the same viewpoints on management styles and overture tasks Brodskys performance report would have very high reviews.Keller should have clearly established due dates for tasks so as to avoid problems with Brodsky taking too long to complete them, explain what business etiquette the company promotes, provide well-defined expectations, goals, and methods to accomplish, and try to see the world from a different light. He must understand that not every individual functions on the same level, manages and accomplishes tasks in the same manner, and remember how different each person is in this world.Developing a friendlier relationship with Brodsky would make it easier for Keller to share how he feels and hopefully he will be able to provide feedback more than just during a performance review. d. What are the implications for Kellers own development as a leader? Although Keller has had great success at such a preteen age thus far in his life, he still has a lot of room to grow as a leader. A great leader needs to be sympathetic with their employees and co-workers and do whatever they can to help them grow as individuals and flourish in the world of business.He must remember that each individual is different and not everyone manages with the same style. These differences are what creates diversity in teams and allows for innovative ideas and thorough discussions. Having faith in your employees is a huge part in being a successful manager. When at first they dont succeed, provide insight, thoughts, ideas, solutions, etc. to continue to study them how to think outside the box. Keller is so concerned with fast resu lts and finishing tasks on his own that he doesnt give his employees the chance to learn from his methods.In his mastermind he is being the best leader he can be, interim Brodsky is under the impression that he is being the best employee he can be. Both of them need to reevaluate their situations and how to work more cohesively together with such differing styles and traits. It is imperative that Keller works on giving positive as well as critical feedback, a defined set of goals and deadlines, an action plan to fix areas where his subordinates arent performing up to par, and provide constant feedback so his employees dont go sixth months thinking they are doing an improbable job when in reality he thinks they are slacking.